Chapter 4 - Job Satisfaction

Activation

How energized or aroused someone feels

Affective events theory

A framework that proposes that workplace
events trigger emotional reactions, which influence employees’
attitudes and behaviors

Attitude survey

A questionnaire used to measure employee
attitudes, opinions, and feelings about their job, the organization, or
various aspects of the workplace

Autonomy

The degree to which a job provides employees with
freedom, independence, and discretion in scheduling their work
and determining how to perform it

Cognitive crafting

Changing how they think or perceive their job

Context satisfaction

The extent to which employees are reasonably
satisfied with aspects

Coworker satisfaction

Satisfaction with relationships with
coworkers

Emotional contagion

The process by which a person’s emotions,
moods, or emotional expressions are transferred to and influenced
by other people, often through automatic or unconscious processes

Emotional dissonance

The psychological tension that occurs when
there is a mismatch between the emotions an employee actually
feels and the emotions they are expected to display at work

Emotional labor

The process of managing, regulating, and
displaying emotions to meet the emotional expectations of a job or
organization, regardless of what an employee is actually feeling

Emotions

Intense feelings, often lasting for a short duration, that
are clearly directed at someone or some circumstance

Experienced meaningfulness of work

The degree to which an
employee perceives their work as meaningful, valuable, and
worthwhile

Experienced responsibility for outcomes

The degree to which an
employee feels personally responsible and accountable for the
results of their work

Feedback

The degree to which carrying out job activities provides
employees with clear and direct information about the effectiveness
of their performance

Flow

A state in which employees feel a total immersion in the task
at hand, sometimes losing track of how much time has passed

Focus group

A small group discussion in which employees share
workplace experiences, concerns, and opinions with the guidance of
a facilitator to identify factors that influence job satisfaction

Growth need strength

The degree to which an employee desire
personal growth, learning, achievement, and challenging work

Interview

A one-on-one conversation in which employees are
asked questions about their attitudes, feelings, and opinions
regarding their job and workplace

Job characteristics model

A framework of job design that explains
how certain core features of a job affect employee’s psychological
states, which in turn influence motivation, job satisfaction,
performance, and turnover

Job crafting

The process by which employees proactively modify
aspects of their job to better align with their skills, interests, values,
and strengths

Job design

The process of determining the content, structure, and
nature of a job, including how tasks are combined, how work is
performed, and how responsibilities are assigned

Job enlargement

Expanding the number of tasks an employee
performs at the same level of responsibility

Job enrichment

Redesigning jobs to increase employees’
responsibility, autonomy, and opportunities for growth and achievement

Job rotation

the periodic movement of employees between
different jobs or tasks

Job satisfaction

The extent to which an emp has a pleasurable or
positive emotional state resulting from an emp’s appraisal or
evaluation of their job or job experiences

Job simplification

Designing jobs so employees perform a small
number of simple, repetitive tasks

Knowledge and skill

The degree to which employees have the
necessary knowledge and skills to perform enriched jobs
successfully

Knowledge of results

The degree to which an employee knows
how effectively they are performing their job

Life satisfaction

The degree to which individuals feel a sense of
happiness, fulfillment, and contentment with their overall lives

Moods

States of feeling that are mild in intensity, last for an
extended period of time, and are not directed at anything

Pay satisfaction

Satisfaction with the amount of pay and benefits
received

Pleasantness

Whether a feeling is positive or negative

Promotion satisfaction

Satisfaction with opportunities for
advancement and career growth

Relationship crafting

Changing interactions and relationships with
others at work

Satisfaction with the work itself

Satisfaction with the actual tasks
and nature of the job

Scientific management

A management theory that uses systematic
observation, measurement, and analysis of work tasks to determine
the most efficient way to perform jobs, with the goal of maximizing
productivity

Skill variety

The degree to which a job requires an employee to use
a variety of different skills, abilities, or talents

Supervision satisfaction

Satisfaction with the quality of
supervision or leadership

Task crafting

Changing the number, type, or way tasks are
performed

Task identity

The degree to which a job involves completing a
whole, identifiable piece of work from beginning to end and results
in a visible outcome

Task significance

The degree to which a job has a substantial
impact on the lives or work of other people, inside or outside the
organization

Value fulfillment

How well an employee’s job provides or fulfills
what they personally value

How well an employee’s job provides or fulfills
what they personally value

A framework that proposes that job
satisfaction depends on whether a job provides the things that an
employee values

Values

Enduring beliefs about what is important, desirable, or
worthwhile